The Importance Of Religion And Ethnicity

In “Working it Out” by Diana Eck, she writes about religious oppression in the workplace. The examples she gives on the many ways people have been fired, or the ways in which people's faiths have been compromised, reiterates that the amendment that states freedom of religion in the United States, is

2. The cause of suffering is desire- This suggests that humans want what they do not have and should not have. Humans’ personal desire for happiness is the cause of the suffering.

The United States is one of the most culturally and religiously diverse countries in the world. The founding fathers of the United States wanted to ensure that its people would have the ability to practice their religion with no threat of persecution. In order to accomplish the goal of religious freedom and continue to ensure that all people of any religion would be free to practice their religion, the United States passed Title VII of the Civil Rights Act of 1964 that prohibits an employer from discriminating based on the religious views of its employees. As the citizens of the United States spend a large amount of time in their places of employment, religious practices that these employees feel are necessary for the true observance of their religion must be accommodated by the employers. This law contends that in cases where the accommodation of religious practices of its employees does not create undue hardships, an employer must make reasonable accommodations for employees to practices the beliefs of their religion. As the demographics of the United States continues to change with more religiously diverse people immigrating to the country, employers are coming under more pressure to ensure they are taking all possible precautions to accommodate the religious practices of its employees. These precautions are important as the once an employee has established a bona fide complaint of religious discrimination, the burden of proof then falls on the employer to prove they

Under the first amendment right a person has the right to exercise whatever religion that they so choose. And that is why Title VII of the Civil Rights Act of 1964 came along is there to protect all employees that are and may be discriminated by employers, which means that an employer should not refuses to hire a candidate based on their religious beliefs or practices, or they cannot refuse to promote an employee, or adjust their rate of pay on their religion, they must be treated exactly as any other employee within the company, they should not be discriminated or be segregated against. Title VII also protects employees against employers or employees making any prejudice remarks against them. Employees are protected by both Title V11 and

For the entirety of the United States’ existence, freedom of religion has been a guiding principle for the nation. Despite, or perhaps because of, the deep, varied religious heritage of many Americans, America was the first country in history to abolish religious qualifications for civic engagement. However, paradoxically, the United States also has a history of discrimination based on religion, as seen in historical bigotry towards Catholics, some Protestant sects, Jews, Atheists, Mormons, Muslims, and other marginalized groups. Indeed, a common theme in American history, continuing to this day, is the conflict between America’s secular ideal and its often faith-dominated reality. After the terrorist attacks of September 11, 2001, religious

Religious difference has been a question not just for theological schools and religious institutions but, increasingly for some businesses and corporations, offices and factories. In the past ten years the equal employment opportunity commission, which considers workplace complaints that may violate the civil rights act, has reported a 31 percent rise in complaints of religious discrimination in the workplace.

Under the title VII of the Civil Rights Act of 1964 prohibits employment discrimination. Discrimination of basis of sex, race, color, national origin, or religion. If a profit corporation have religious beliefs they will be able to argue they have the right to side-step Title VII and, for example, hire only those who sign a “statement of faith” or share the same religious

The Civil Rights Act of 1964 prohibits employers from discriminating against employees based on their religion. In fact, the law “requires employers to reasonably accommodate an employee when that employee’s sincerely held religious beliefs, practices, or observance conflict with a work requirement unless the accommodation would cause an undue hardship to the employer” (Fowler-Hermes & Gierbolini, 2014, p. 34).

The Equal Protection Clause of the 14th Amendment of the United States Constitution sanctioned all 50 States to protect all citizens, by requiring that all citizens are treated according to the Bill of Rights, by protecting “the inalienable rights of all its citizens” (Fisher, 2013, pg. 3). Although, the inalienable rights of men are projected differently, both from a Biblical perspective and a Constitution, Declaration, there are or will be several morals violations among citizens that must be addressed. Particularly, in this case on Religious Discrimination and Racial Harassment in the Workforce.

When any discussion of religion in the workplace and the ethical issues that surround it, one must began by discussing Title VII of the Civil Rights Act of 1964. This Act prohibited discrimination by private and public employers on the grounds of race, color, sex, religion and national origin. Title VII states that an employer must provide reasonable accommodation of an employee 's religious beliefs and practices. Under Title VII, an employer cannot refuse to reasonably accommodate an employee 's religious observances, unless accommodation would constitute an "undue hardship" for the business. The Equal Employment Opportunity Commission (EEOC) states directly,

Since our country has a great diversity, employers may decide to hire their employees from a great variety of countries and different religious backgrounds. In an ideal work environment, the religious beliefs of a given employee, or the employer, do not have a conflict. Each individual is free to believe as he or she chooses and, as the work gets done right, neither of them will encounter difficulty with religion. However, in the real world, a good bit of issues can arise to create problems. An employee and employer may discuss, or even argue over, religious principles. What is more, religion is not always simply a matter of belief. The faithful practice their religion through various actions – styles of dres, manner of keeping or wearing one’s hair, follow certain diets, trying to recruit others to their faith, fasting, praying, avoiding certain language or behavior, and observing certain religious holidays.

The terrorist attack of 9/11 is one of the most devastating tragedies in the history of U.S. On one hand, it filled American’s heart with an invariable amount of terror, but at the same time Arab Americans and Muslims were prejudicially challenged and discriminated at economic, social, and educational level. Therefore, this paper will specifically analyze how one’s religious preference significantly impacts on his or her job selection. Up to a certain extent, America is a racially prejudiced country but that is just not limited to Arab American society. It includes Blacks, Italians, and Chinese with the addition of those who in near future will join this melting-pot. The aim of this paper is to analyze the substantive influence of one’s social identity, given shape by racial and religious factors, on his or her candidacy within a professional milieu.

America’s constitution allows individuals dwelling on the nation’s soil to have freedom of religion. However, Christianity which is the dominant religion in America is reinforced through government institutions. American currency mentions god and majority of public schools holiday vacations are set to coincide with Christian holidays. Religions that are not Christian based are often viewed as wrong in society and publicly tarnished. Social workers need to advocate religious equality by educating individuals so that they respect other religious beliefs, as well as spirituality. Religions that are not dominate deserve the same respect as any other religious believe. Diversity includes religious and spiritual beliefs. No believer of any religion

In a matter of working out the issues with religion, Congress added an amendment to Title VII. Employers are responsible for protecting the employee’s religious beliefs, practices, and conduct, by accommodating the employee. This is true for cases that don’t unduly burden the employer. With the addition of the amendment, Congress has eliminated the confusion with whether or not religion is considered to be an immutable or mutable trait. (Misperceptions

Cultural differences in the workplace can sometimes become a challenge in the work environment. In order to facilitate these differences, there must be some form of cultural awareness. Cultural awareness can help employees face the challenge of responding to individuals with different religions in the workplace, expose religious practices, and eliminate stereotyping in the workplace. Awareness of religions, and the beliefs associated with different religions, can be accomplished in many ways, such as training courses, workshops or company handouts (Thomas Kochan, 2003, p. 4). Companies must embrace multiculturalism and diversity.